On the surface, a recruiter’s job looks simple: A client company reaches out for help filling a position. The recruiter reaches out to their network, sends a few LinkedIn messages or emails to people at similar companies, and passes along a handful of resumes to the hiring manager. The hiring manager chooses which candidate to hire and the recruiter is paid for their services. Transaction complete.

Simple, right? The problem is, with great recruiters, that scenario only tells a fraction of the story. The heart of executive search lies beneath the surface, going far beyond a simple transaction. So what’s the difference between what people see recruiters do and the value that great recruiters actually deliver? Let’s break down the “surface” scenario presented above:

What You See: “A client company reaches out for help filling a position.”
What You Get: A great recruiter doesn’t start working when they get a phone call from a client. Their work starts months, years, even decades earlier, developing relationships throughout the industry, establishing credibility, and learning everything there is to know about what makes companies and candidates successful in the markets they serve.

By the time a client calls them with a specific job order, a great recruiter has already built a reputation as a career advisor, assisting job-seekers and hiring managers with everything from market insights and salary benchmarks to career-advancement opportunities. So, when that client calls in, a great recruiter is positioned to deliver real results – not just resumes.

What You See: “The recruiter reaches out to their network, sends out a few LinkedIn messages or emails to people at similar companies…”
What You Get: Cold calls and LinkedIn messages are a great way to connect with candidates – and they work! But a great recruiter doesn’t rely solely on those approaches to recruiting. Instead, great recruiters know that every search is unique and requires customized search strategies based on the needs and expectations of the client. They’ll gather detailed information from the client on what kind of candidate would be most successful in the role and in their broader company culture, and from there, the recruiter will use all the resources at their disposal to find the perfect fit.

For example, they can reach out to top talent they know personally and professionally who might be a good fit for the client company and the role – even “passive” candidates who aren’t on the market but who know and trust the recruiter. During this process, great recruiters can also do informal reference checks through mutual professional connections in the market, giving them a deeper understanding of who a candidate really is, not just what’s listed on their resume.

What You See: “...and passes along a handful of resumes to the hiring manager.”
What You Get: One of the biggest misconceptions about working with a recruiter is that they’ll talk to a handful of candidates and pass along all of their resumes, giving the client company 3-5 candidates to consider. In reality, a great recruiter likely starts the process with dozens of in-depth conversations with promising candidates. From that talent pool, they’ll prequalify 20-30 candidates who seem promising but ultimately lack something that the recruiter knows is important to the client.

Next, they do extensive vetting, through direct conversations with the candidates and through formal and informal reference checks, to help assess each candidate’s true motivations and evaluate their possible culture fit for the client company. It’s at the end of that detailed, thorough process that a great recruiter narrows down their options to only the most exceptional candidates – and that’s who they share with the hiring manager. A handful of resumes, yes – but that’s because a great recruiter has done the work and knows this handful is the best.

What You See: “The hiring manager chooses which candidate to hire and the recruiter is paid for their services.”
What You Get: It’s true that a hiring manager always has the final say in who gets hired, of course. But that doesn’t mean a recruiter’s role is limited to sharing resumes. Once the list of candidates has been narrowed down and the interview process begins, a great recruiter stays in close communication with both the candidates and the hiring managers.

Depending on what the hiring manager wants or needs from them, the recruiter might, for example, help manage counteroffers, guide all parties in their decision-making processes, or negotiate offers. Most importantly, they help keep lines of communication open throughout the busy and often stressful interview process, so that everyone involved is on the same page with expectations and timelines.

What You See: “Transaction complete.”
What You Get: Another huge misconception is that a recruiter’s job ends when an offer is accepted and the recruiter has been paid. Nothing could be further from the truth. A great recruiter stays connected with both the candidate and the client company to provide post-placement support, including onboarding education, retention strategies, and career transition advice.

Recruiters earn a living by making placements, yes, but they earn a reputation and build their careers by maintaining long-term relationships, not by cashing a check and waving goodbye. Hiring managers and candidates alike know that with a recruiting partner, they can call at any time for advice, support, or information that can help everyone succeed in the next chapter.

On the surface, a recruiter’s job – and their impact on clients and candidates – seems straightforward. But beneath the surface, great recruiters rely on hard work, effort, and expertise to build long-term relationships and provide ongoing, in-depth support to the companies and candidates they serve.